TWO WORKFORCE PROGRAMS THAT CAN HELP WASHINGTON POTATO GROWERS

Labor remains one of the toughest issues facing Washington potato growers. Whether it’s finding workers, keeping experienced employees, or managing workers’ compensation costs, there’s constant pressure on operations of all sizes. While there’s no easy fix, there are tools available that many growers aren’t fully aware of.

The Washington State Department of Labor & Industries (L&I) offers two voluntary programs that can help growers keep people working, lower costs, and reduce risk: the Preferred Worker Program and the Stay at Work Program.

Preferred Worker Program: Keep Good Employees on the Job

The Preferred Worker Program is meant for employees who have recovered from a workplace injury but can’t return to their old position because of permanent medical restrictions. These workers are certified by L&I, and employers who create safe, long-term jobs that fit those restrictions may qualify for financial incentives.

For potato growers, this program can be a way to keep experienced employees who already know your operation instead of losing them altogether. L&I may reimburse a portion of the worker’s wages, help cover the cost of tools, equipment, or clothing, and provide an incentive for keeping the worker employed over time. In some cases, wage reimbursements can reach up to $25,000.

There’s also built-in protection for employers. During the certification period, L&I covers the cost of any new claim related to that worker, helping limit future workers’ compensation exposure. For many growers, that risk reduction alone makes the program worth a look.

Stay at Work Program: Get Employees Back Sooner

The Stay at Work Program focuses on employees who are temporarily unable to perform their normal job but can still work in a limited or modified role while they recover. If a grower can adjust duties, provide light work, or create a short-term transitional position, L&I may reimburse part of the employee’s wages and certain job-related costs.

This program helps keep employees connected to the workplace instead of being sidelined at home. For growers, that can mean fewer disruptions, faster recovery times, and lower overall claim costs, especially during busy seasons when every worker matters.

Neither of these programs adds new requirements or regulations. Participation is voluntary, and both are designed to reward employers who make reasonable efforts to keep people working safely.

In an environment where labor is tight and costs continue to rise, programs like these can help growers protect their workforce, manage risk, and keep operations running smoothly. They won’t solve every labor challenge, but they can be useful tools, especially for operations looking to hold onto experienced, reliable employees.

Growers interested in either program should start by talking with their L&I claim manager or vocational provider to see what options might fit their operation.